不同任用制度對員工的組織承諾、工作投入和離職傾向影響 之探討-以高雄市立區域教學醫院為例

The Effect of different employment systems on employees organizational commitment, job involvement, and turnover Intention- Kaohsiung Municipal Regional Teaching Hospitals, as example

高麗容(Li -Jung Kao)

指導教授 ： 張永源

高雄醫學大學/健康科學院/醫務管理學研究所碩士在職專班/碩士(2010年)

摘要

研究目的
一、比較不同任用制度、個人屬性的醫技、護理及行政人員在組織承諾、工作投入和離職傾向之差異。
二、探討員工的組織承諾、工作投入和離職傾向之關係。
三、探討不同任用制度、個人屬性、組織承諾及工作投入對離職傾向之影響。
研究方法
一、採用結構式問卷調查法，並引用學者組織承諾，工作投入及離職傾向量表作為測量工具，先進行專家內容效度，五位專家效度平均CVI值0.91，並通過高雄醫學大學附設醫院IRB審查。
二、問卷量表經過因素分析後萃取出組織承諾量三構面，Cronbach’s α 0.9307；工作投入量表一構面，Cronbach’s α 0.7898；離職傾向量二構面Cronbach’s α 0.8998，本研究信度分析各構面的內部一致性均很高。
三、問卷對象以高雄市二家市立綜合區域教學醫院的醫技(醫檢、放射、藥事、復健)、
護理及行政人員為對象，以普查方式進行調查。共發出720份問卷。回收 630份，
問卷總回收率87.5%，有效問卷回收率為84.02%。
四、統計方法採用One-way ANOVA將不同任用制度、個人屬性的，在工作投入、組織承諾及離職傾向等構面進行差異分析；採用層級迴歸分析任用制度、個人屬性、工作投入、組織承諾對離職傾向影響之探討。
研究結果
一、不同任用制度、年齡層、職位、教育程度、服務年資、婚姻狀況對組織承諾，工作
投入及離職傾向等構面有顯著差異。
二、組織承諾、工作投入與離職傾向呈顯著負相關；組織承諾與工作投呈顯著正相關。
三、任用制度、個人屬性、組織承諾、工作投入與離職傾向，分析結果，組織承諾最能有效預測員工離職傾向。
結論與建議
一、結論
1.公務人員比契約人員的組織承諾及工作投入高，離職傾向較低。主管、40歲以上、
高中職及碩士以上、服務年資10年以上及已婚者的組織承諾及工作投入高，離職傾
向較低。醫院別、性別及職務上無顯著差異。
2.組織承諾與工作投入間呈正相關，與離職傾向間呈負相關，即組織承諾越高工作投
入愈高，其離職傾向愈低。
3.組織承諾對離職傾向最能有效預測及解釋員工的離職傾向效果。
二、建議：
1.改善升遷管道
2.改善契約人員學習成長環境
3.提升員工對本身工作之興趣與工作投入
4.組織文化的塑造提昇員工對組織忠誠度

關鍵字

人事雙軌制 ； 組織承諾 ； 工作投入 ； 離職傾向

並列摘要

Objectives:
1. Explore the differences of nurses, medical technicians and administrative staffers of
different employment systems and personal properties in organization commitment, job
involvement and turnover intentions.
2. Explore the correlations between employees’ organization commitment, job involvement
and turnover intentions.
3. Explore the influence of different employment systems, personal properties, organization
commitment and job involvement on turnover intentions.
Method:
1. The structured questionnaire survey method was adopted and questionnaires of organization commitment, job involvement and turnover intentions designed by scholars were introduced as measuring tools, starting with experts’ content validity assessment. The five experts’ mean CVI validity value was 0.91, which also passed the IRB review of the Kaohsiung Medical University Hospital.
2. Following factor analysis of the questionnaire, three aspects of organization commitment
(Cronbach’s α 0.9307).job involvement (Cronbach’s α 0.7898) and two aspects of resignation tendency (Cronbach’s α 0.8998) were extracted. The internal consistency of each aspect of the reliability analysis in this study is all very high.
3. The objects of the questionnaire were the nurses, medical technicians (medical examination,
radiation, pharmacy and rehabilitation) and administrative staffers working at two municipal
regional comprehensive teaching hospitals in Kaohsiung City, and the general-survey
method was used to conduct the survey. 720 copies of the questionnaire were sent out, 630
were returned, with the general return rate being 87.5% and the valid return rate being
84.02%.
4. The One-way ANOVA statistical method was employed to carry out difference analysis in the aspects of employment system, personal property, job involvement, organization
commitment, turnover intentions, etc. And hierarchical regression analysis was used to
explore the influence of employment system, personal property, job involvement, and
organization commitment on turnover intentions.
Results:
1. The employment system, age, position, education background, service length and marital
status will bring about apparently different aspects of organization commitment, job
involvement and turnover intentions.
2. Negative correlations exist between organization commitment and job involvement and
turnover intentions, while a positive correlation appears between organization commitment
and job involvement.
3. After regression analysis of employment system, personal property, organization
commitment, job involvement, and turnover intentions, organization commitment had
effect on turnover intentions.
Conclusions:
1. Public servants have higher organization commitment and job involvement and lower
turnover intentions than contract workers. Those who are a chief, married, over 40 of age, graduated from senior high school, vocational school, graduate school or higher, and
worked more than ten years have higher organization commitment and job involvement
and lower resignation tendency, while the items of hospital, gender and positions make no
difference.
2. Organization commitment has a positive correlation with job involvement and a negative
correlation with turnover intentions; that is, the higher the organization commitment, the
higher the job involvement and the lower the turnover intentions.
3. Organization commitment can best predict and explain an employee’s turnover intentions.

並列關鍵字

double track personnel system ； organization commitment ； job involvement

參考文獻

中文部份：

王蘭(1999)。醫院員工領導型態、工作滿意度、組織承諾及離職傾向之研究，私立高雄醫學院公共衛生研究所論文。

王遠遊(2006)。運用結構方程模式探討領導風格、工作投入、工作滿足、組織承諾之關係－以桃園榮民醫院為例。

成量(2008)。照護SARS病患護理人員其組織承諾和工作投入對離職傾向的影響。醫管期

刊 Vol.9.No.4